In a ground-breaking decision published on August 27, 2015 the National Labour Relations Board revisited the test to be used in
determining whether two employers should be considered as a "joint employer" for the
purposes of applying the provisions of the National Labor Relations Act.

The British Columbia Court of Appeal, overturning a Supreme Court Judge's decision, held that an executive with an "at will" employment contract with a US company was also an employee of the Canadian subsidiary, and was therefore entitled to reasonable notice of termination in accordance with Canadian law.